AI Can Be Made More Human for HR

In the evolving landscape of Human Resources (HR), Artificial Intelligence (AI) has become a critical tool in optimizing operations, improving employee experiences, and driving business outcomes. However, as powerful as AI is, the need to humanize this technology has never been more apparent. By making AI more human-centric, HR departments can bridge the gap between technology and the people it serves, ensuring that AI enhances rather than replaces the human touch.

Understanding the Role of AI in HR:

AI in HR is not a new concept; it has been increasingly integrated into various functions such as recruitment, employee engagement, and performance management. AI-driven tools can efficiently sift through resumes, provide personalized training recommendations, and even predict employee turnover. However, these capabilities often lack the empathetic and nuanced understanding that only humans can provide.

The Importance of Humanizing AI:

Humanizing AI involves embedding ethical considerations, empathy, and transparency into AI-driven processes. This approach ensures that AI supports HR in a way that is aligned with the values of the organization and the well-being of employees. When AI is made more human, it can better understand and respond to the complexities of human behavior, leading to more thoughtful decision-making in HR practices.

Get In Touch.

We look forward to hearing from you.

We value your ideas, feedback, and questions.

Our Circle Strategies inbox is always open!

Name(Required)

First Last

Phone(Required)

Email(Required)

How Can We Help?

Phone

This field is for validation purposes and should be left unchanged.

Continuous Learning and Development:

Incorporating Ethical Guidelines:

AI systems should be designed with ethical guidelines that prioritize fairness, inclusivity, and respect for privacy. This helps prevent biases and ensures that AI-driven decisions are just and equitable.
Enhancing Emotional Intelligence:

AI tools can be programmed to recognize and respond to emotional cues, such as employee sentiment during surveys or interactions. By integrating emotional intelligence into AI, HR can foster a more supportive and understanding workplace environment.
Ensuring Transparency:

Employees should be informed about how AI is being used in HR processes. Transparency in AI operations builds trust and helps employees feel more comfortable with the technology, knowing that it is used to enhance their experience rather than to monitor or replace them.

Combining AI with Human Oversight:

While AI can process data and provide insights at scale, human oversight remains essential. HR professionals should work alongside AI, using their judgment and experience to interpret AI-generated data and make final decisions.
Continuous Learning and Adaptation:

AI systems should be designed to learn from their interactions and outcomes continually. This allows AI to adapt to the ever-changing dynamics of the workplace, making it more effective and human-centric over time.
Take Appropriate Action:

Based on the intended use of the AI, different actions and uses can be found. Using AI for things outside of its intended use can not only be detrimental to employees but also to the AI’s capabilities as a whole.

Case Study: Humanizing AI in Recruitment

In 2023, a multinational corporation specializing in technology solutions faced a significant challenge in their recruitment process. The company had recently implemented an AI-driven recruitment platform designed to streamline hiring by quickly filtering through thousands of applications. The AI was programmed to prioritize candidates with specific educational backgrounds and work experiences, believing these metrics were indicative of future success.

Initially, the system appeared to work well, efficiently narrowing down a large pool of candidates to a manageable shortlist. However, the HR team soon noticed a troubling pattern: the AI was disproportionately excluding candidates with non-traditional backgrounds—those who lacked specific degrees but had demonstrated high potential in other ways, such as through self-taught skills, entrepreneurial experiences, or creative problem-solving abilities.

Recognizing the value of diversity and the unique perspectives that such candidates could bring to the organization, the HR team decided to intervene. They collaborated with data scientists and AI ethics experts to reprogram the AI system. The new parameters included a broader set of criteria that accounted for various forms of potential, such as demonstrated leadership in community projects, innovative thinking, and adaptability in dynamic environments.

The results were immediately noticeable. Within a few months, the company saw an increase in the diversity of its workforce, not only in terms of traditional demographic metrics but also in cognitive diversity. The new hires brought fresh ideas and approaches that led to increased innovation and problem-solving capabilities within teams. Moreover, employee satisfaction scores improved, as the new recruits felt valued for their unique contributions rather than merely fitting a conventional mold.

As AI continues to reshape the HR landscape, it is crucial to ensure that this technology remains human-centric. By making AI more human, HR departments can leverage its benefits while maintaining the empathy, fairness, and understanding that are fundamental to effective people management. The future of HR lies not in replacing humans with machines but in creating a harmonious partnership where AI and human insight work together to build better workplaces. Schedule a free consultation if you want to learn more!